Global Project Leadership


The client was a Japan-based global organization with offices around the world.


The organization wished to develop project leaders with the ability to manage global projects. Most of the targeted managers had never worked outside of Japan and had little or no experience managing people from other cultures.


A team of project management specialists worked together to develop a 5-day intensive global project leadership training program. The program included the following components:

Self Assessments (pre and post)

  • Global Leadership Competency AssessmentRequirements Analysis
  • Intercultural Competency AssessmentStakeholder Management
  • Communication Style AssessmentCommunication Management
  • Project Leadership AssessmentPolitical Analysis
  • Negotiation Style Assessment

Training Modules

  • Communication Across Cultures
  • Cross Cultural Awareness
  • Cultural Dimensions
  • High and Low context Communication
  • Differing Motivation Factors and Priorities Across Cultures
  • The Facilitative Leader
  • The Coaching Leader


  • Presenting Logically
  • Dealing with Foreign Audiences
  • Managing across cultures
  • Conflict Resolution
  • Project Meeting Facilitation
  • Situational Leadership
  • Providing Feedback

Follow-up Coaching

Executive coaching was provided to ease the transition of the new behaviors to the workplace


The participants’ behavior was measurably changed by the end of the workshop. Ongoing coaching showed that the behavioral change, while challenging, was still evident months after the training event.

Conclusion (and Lessons Learned)

Adult learners learn best when they recognize the need to change and have a desire to learn. Kicking off a leadership development program with self-awareness assessment is one very effective way to help participants recognize their own strengths and weaknesses and ignite the desire to build on their strengths.

This post is also available in: Japanese